Professional Integration Is Al

Annals of the University of Oradea, Fascicle: Ecotoxicology, Animal Husbandry and Food Science and Technology, Vol. XVIII/A 2019 Analele Universitatii din Oradea, Fascicula: Ecotoxicologie, Zootehnie si Tehnologii de Industrie Alimentara, Vol.XVIII/A 2019 ORGANIZATIONAL INTERVENTION ON THE INTEGRATION OF NEW EMPLOYEES WITHIN THE ORGANIZATION Senior Lecturer Ph.D. Bacter Ramona Vasilica, Lecturer PhD Popovici Diana * * University of Oradea, Faculty of Environmental Protection, 26th Gen. Magheru St., 410048, Oradea, Romania, email: [email protected], [email protected] ABSTRACT This paper aims to present the theoretical aspects regarding the integration of a new employee within an organization, but also to elaborate a program on facilitating the integration process. Many authors have shown that integration is a stressful process, which is why it is important for the new employee to be presented with the conditions and requirements as clearly as possible. Integration can be considered a process of exchange between the organization and the individual because each comes with its own values, conceptions, and purposethis process is to ensure the cohesion unit of the work teams. Integration is also considered a complex social process that is very important for the individual because if the relationships that the workplace develops are satisfactory then he lives with the feeling that within that framework, respectively the workplace, he can develop himself and his skills. These relationships are not always harmonious, and at this moment the integration is more difficult, raising difficult problems to solve, but there are also good relations between the members of the group, and in this case the integration of an individual will not suffer 1 Key words : new employee , integration, job , organization INTRODUCTION "Professional integration is a later phase of employment. The new employee will have to be introduced to the organization, to the work group and to his / her place of work and from this moment it can be talked about the integration of the new income. During the integration period the new employees receive information about the duties of the new job, about their job, about colleagues, boss ” or subordinates and about the entire organization 2 ". In order to make the integration of a new employee as easy as possible, it is important for the employee to be presented with clear and concise working conditions, work requirements, and not least, the employee 1 Cindrea, I. (2008). Managementul resurselor umane. Sibiu: Editura Universit ăţ ii „Lucian Blaga" din Sibiu. 2 Abrudan, MM. (2003). Managementul resurselor umane. Oradea: Editura Universit ăţ ii din Oradea. Pagina 103 3 must be confident about his successes and ability to carry out and complete the tasks received. MATERIAL AND METHOD The methods used in this study were different: the historical method, the comparative method, the sociological method, the logical method and the analytical one, their aim was the systematic analysis of the information selected from the sources studied in order to develop personal points of view and conclusions about the stated objectives. RESULTS AND DISCUSSION Professional integration represents a step that the individual has to go through in his professional life. Also, integration can be considered a process of exchange between the organization and the individual because each one comes with its own values, conceptions, and the purpose of this process is to ensure the unity of the cohesion of the work teams 3. In order to make the integration of a new employee as easy as possible, it is important for the employee to be presented with clear and concise working conditions, work requirements, and not least, the employee must be confident about his successes and ability. to carry out and complete the tasks received. Integration is an important operation, which raises many problems and cannot succeed without a specific program, for two reasons: - Any individual who changes a job is subjected to psychological pressure, by demonstrating their abilities in a new environment. It is therefore necessary to take into account these additional difficulties that the new employee is going through and try to reduce them - During the integration a normal adaptation takes place the new work tasks and a phase of successive accumulations, until the yield becomes the normal one; reducing the duration of this phase can be achieved through rapid integration 4". The way in which the new employee integrates into the workplace is important for the company because the degree of integration can have an influence on productivity, it can increase or otherwise it may decrease. An increase in productivity brings with it many advantages (high remuneration, improvement of human resources, job stability, etc.). Therefore, "integration 3 Leher, V şi Deaconu, A. (2008). Managementul resurselor umane: Teorie şi practic ă. Bucure şti: Editura Economica. Pagina 97-98 4 Ro şca, C. Costurile recrut ării, angaj ării şi integr ării în Ro şca, C., V ărzaru, M. & Ro şca, I.G.(2005) Resurse Umane: Management şi gestiune. Bucure şti: Editura Economica. pagina 183 4 represents the gathering together of several components, activities, production units or persons, in order to achieve a common result 5". “Professional integration is a post-employment phase. It consisted of the intense and active integration in a group, in the mentality, its specific lucrative and aspirational activities, the Integration in a group will have forms, nuances, conformities and admissibilities, which will be expressed on the one hand by the person in cause, and on the other hand the degree of acceptance of the group. 6 " The socio-professional integration of the new employees is a specific task of the Human Resources Department, and the introduction of the employee in the organization represents the first stage of this process. "The introduction of a new employee in the organization is realized from the moment of the recruitment of the candidates by the company in order to fill one or more vacancies. In general, each candidate acquires the first information about a company when reading the employment announcement 7". Also, the interview, the knowledge of the organization, the internal regulation, the organizational chart are aspects that cannot be missing from an integration process. - the department / department / office where he will work - the tasks and responsibilities related to the job - superiors / subordinates (if applicable) and the persons with whom he / she will collaborate - evaluation criteria, but also the benefits and possibilities of advancement 8 The new employee should not be "bombarded" with all the information from day one. The transfer of information can be graded and carried out by several persons. Starting a new job remains a stressful process, even if the integration and installation actions are well designed. The period of integration of a new employee can take, depending on the case, from a few months to a year 9 5 Leher, V şi Deaconu, A. (2008). Managementul resurselor umane: Teorie şi practic ă. Bucure şti: Editura Economica. Pagina 96 6 Scholz, M.M. (2000). Managementul resurselor umane. Bucure şti: Editura Economlca. 19. Sulea, C. (2004). Latura întunecat ă a organiza ţiilor: Comportamentul contraproductw la locul de munc ă.pagina 90 7 Leher, V şi Deaconu, A. (2008). Managementul resurselor umane: Teorie şi practic ă. Bucure şti: Editura Economica. Pagina 329 8 Leher, V şi Deaconu, A. (2008). Managementul resurselor umane: Teorie şi practic ă. Bucure şti: Editura Economica 9 Cuc, S. (2008). Managementul resurselor umane. Oradea: Editura Universit ăţ ii din Oradea. Pagina 161 5 The third stage is the training in the workplace. The employee receives information from the supervisor or another member of the organization about the way of working, the priority of the duties and the use of the work equipment. This training can be done at the workplace and even outside it 10 . For Schein integration is "the process by which a new employee learns: the main goals of an organization, the means by which these goals can be achieved, the responsibilities that lie with the organizational role held, the behavioral models required for the performance of the role, the rules and principles that allow maintaining it" the identity and integrity of the organization, the philosophy that guides the organization's policy towards employees and customers, the climate in which the members of the organization interact 11 ". The last stage is the administration of the role, where “the employee becomes a full member of the organization, not considering an option for the position. Moreover, the employee carries out activity at the level of the respective position, and his results in work are analyzed and recognized by the organization. During this stage, the employee can become a model, being involved in the process of integrating into the work of other employees 12 " .Also, here it can form its own way of working, of arranging the Space, of organizing the activities to carry out the tasks received in the most optimal way. The specialized literature offers us a multitude of integration models among which we meet: the welcome map, the seminar, the visit to the company, the guidance films, the work under tutorship, etc. "The integration models differ depending on the purpose of the employment. Thus, a person can be hired for a certain position (especially for executives) or for his potential (knowledge, creativity, mobility, adaptability) 13 ". The welcome map contains a series of general information about the organization and, respectively, specific information about the organizational subdivisions with which it will come into direct contact. In addition it will contain other elements such as: the list of telephones in the organization, the internal addresses of those with whom it will come into contact in its activity, to facilitate the receipt and transmission of documents, the daily 10 Manolescu, A., Lefter, V. & Deaconu, A.( 2007). Managementul resurselor umane.

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